#layoffs

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Axe list priorization

Does this make sense. In this specific order... I think they are following this logic when deciding who to cut. Feel free to add or correct me.

  • HR issues, complaints, conflcts, or employees seen as "problems"
  • Low perormersperformance
  • employees hated by their manager
  • Duplicate / redundant positions
  • Teams or functions being consolidated / merged
  • Mgmt layers (cut during reorgs)
  • Managers with low direct-report counts (always a target)
  • Employees on sh-t/canceled/deprioritized projects
  • Role not aligned to corp strategy
  • Remote folks
  • High-cost areas / highly comped peeps
  • Older / highly compensated employees
  • Recent hires (especially if their teams overhired)
  • Employees w/no skills aligned with newer priority (hey AI)
  • %-based cuts applied across orgs or mgmt hierarchies
  • Some get selected because canning them through a RIF is easier than managing a performance exit
  • Remaining selections needed to meet the final number needed

Cost of lost mid and late career employees

You can replace us when we quit but our replacements will never have the knowledge of why decisions were made 5,10, 20 years ago. You will have to repeat mistakes and relearn what we already know. The cost of losing what we know will be immense. Good luck surviving the Exxodus. It has only just begun.

https://lnkd.in/p/gYki6pGh


ExxonMobil plans to automate half its Permian drilling rigs by 2028 (i.e. more with less employees)

By: Sheila Dang August 24, 2026

MIDLAND, Texas — In rural west Texas where oil rigs and pump jacks dot the sparse flat landscape, an ExxonMobil contractor sits in a small office on a drilling rig, using controls on a screen to operate robotic machinery and move tall steel pipes weighing roughly 2,000 pounds.

This work would usually require human overseers standing on the rig floor, the most common location for accidents on a rig.

Exxon, the largest oil producer by volume in the U.S., operates more than 30 drilling rigs in the Permian Basin, two of which are automated rigs with robotic equipment. By 2028, the company aims to transition half of its fleet to automated rigs to reduce the need for workers to perform potentially dangerous work and increase efficiency to drill wells faster, an executive told Reuters.

The Permian Basin in Texas and New Mexico, the biggest U.S. oilfield, revolutionized energy markets two decades ago when development of the shale basin turned the U.S. into one of the leading oil-producing countries. But the relatively quick decline rate of shale wells has prompted drillers to develop more technologies to extract the oil. Some in the industry are also concerned about when the Permian’s production could begin to decline.

Exxon plans to grow its Permian production by almost 40% to 2.5 million barrels of oil equivalent per day by 2030. By contrast, rival oil major Chevron plans to hold production steady at about 1 million boepd, focusing instead on free cash flow.

The automated drilling rigs are part of a combination of technologies and strategies Exxon is using to boost production, said Bart Cahir, Exxon‘s senior vice president of unconventional, in an interview on the rig.

“When we take people off the rig floor, those same individuals are now able to think ahead and plan for the next operation and that combination gives us efficiency,” he said. “This is the productivity play.”

The company installed its first automated rig, supplied by drilling contractor Helmerich & Payne, last year. It drilled two miles horizontally underground in a little over six days, the third fastest time in Exxon‘s history.

Exxon‘s use of automated rigs in the Permian and its goal of expanding the fleet has not been previously reported.

Reducing risk and drilling more
On one of Exxon‘s automated rigs in Midland, a gate surrounds the drilling floor with a sign reading “Red Zone: Restricted Area.” A drawing of the Grim Reaper illustrates the risk that workers face around heavy equipment and pressurized systems.

Where workers would usually help move columns of drill pipe over two stories tall, robotic arms now position the pipes and connect them to a drill string. This allows drilling to continue deeper into the wellbore.

Employees on the rig communicate with Exxon‘s central operations team in Houston to determine the precise movements the robotic system should make.

Removing workers from the so-called Red Zones allows them to focus on other operations on the rig and reduces variability in the work, meaning more feet per day can be drilled, Cahir said.

“In the history of well drilling activity, about a third of significant injuries that occur happen on the rig floor,” he said. “By getting people out of that higher risk area, we’re essentially eliminating that risk.”

Exxon plans to expand automated rigs to a quarter of the fleet next year and then half of the fleet by 2028, Cahir said.

Exxon is also developing a suite of more than 40 technologies to double its oil recovery from the Permian by the early 2030s. The shale industry typically extracts just 10% of the oil in the ground due to the tight, compacted rock.


I can't stop worrying

I need this job. I have a chronic disease and I can't afford being without either income or medical. Having to worry about more layoffs every single day has been only making me feel worse. It's not humane to expect us to deal with so much stress all the time. Is there even a small chance we'll go back to occasional layoffs instead of this constant threat of cuts any time soon?


Vision 2030

Vision 2030 was supposed to be the Vision to be the best dsd company is what they said! Well how can we be the BEST when all we do is cut labor, cut service and cut deliveries oh and we can't hire anyone!!! Vision 2030 is Vision to be OUT of dsd. Mark my words. This company has been nothing but going down hill and the Mo--ns we have running this company only care about the shareholders and not the people that work for the company. Sad to see such a great company to work for go to sh-t!!!


Facing layoffs and 10%

I wonder if leadership understands the position they’ve put employees in now that we are facing the possibility of being laid off AND cut for being in the bottom 10%. Being laid off means it’s not due to your performance - your role just doesn’t exist anymore. Being let go in the bottom 10% “could” mean you’re a good performer on a high performing team. Just think about that. There are good hardworking people who create value for the company facing TWO possible ways of being unemployed. Really cr-ppy.


Please DWW retire before the empire crumbles

And what’s the bets the next CEO js a downstreamer or Dan the Man who knows nothing about the business. Brother Darren and his merry man have cut the ba--s off the upstreamers. He needs to leave soon before he watches his empire crumble with the constant cost cutting and all of the real talent being displaced by India


The Automation / A.I. Hoopla is Exhausting

This company does not have its priorities straight.

🎵 Old McSammy had a farm, AI-AI-O. With an automation here, and a layoff there, automate-layoff, everywhere automation layoffs. Old McSammy had a farm, AI-AI-O 🎵

This obsession with automation is diabolical. Don’t believe the spin that this automation & use of A.I. is to free you up for bigger & better things. They are determined to minimize payroll. Stop feeding us B.S. We know what you are up to. We are paying attention and will not succumb to your malicious intentions.

Resist automation and A.I.


What is the selection process for layoff?

Obviously manager won’t select him self and his friends and people who support his consultancy.
Only people who he feel threat to him?

Here Managers here don’t have basic knowledge of current tech but ready to build AI agent just by recruiting consultants and show case them as they invented AI.


SVP I SVP II VP I VP II

IF SOMEONE FROM THE BOARD OR ONE OF THE KEY INVESTING COMPANIES IS READING THIS — CAN SOME GO AFTER THESE PAY GRADES ?? HOW MANY DO WE NEED TO GET THE “REAL” JOB DONE ??? THERE’S A WHOLE BUNCH WORKING FROM EXOTIC LOCATIONS PLAYING GOLF AND MOST OF THEM KNOW JACK S**T ABOUT THE GROUND REALITY COMPLETELY CLUELESS POCKETING THICK PAYCHECKS WHILE THE REAL WORKING CLASS THAT IS ALREADY SO THIN BARE BONES AND FURTHER BEING REDUCED TO ASHES NOW IS SUFFERING CLIENTS LEAVING !!!!!! REVENUE GROWTH AT 0-1% AND YOU STILL HAVE TO DO ALL THESE LAYOFFS??? LETS GET REAL HERE , WHAT IS GOING ON ????? CAN SOMEONE FROM THE BOARD START COMING TO THE TOWN HALLS , WHO KNOWS THE CEO DOING THE TOWN HALL TODAY COULD ALL OF A SUDDEN DISAPPEAR THE NEXT DAY ????WE ARE IN A BIG MESS !!! INVESTORS , PLEASE INVESTIGATE PAYCHECKS AND COMP AT THE TOP!!! IF YOU ARE GOING TO DRAG ALONG WITH 0-1% GROWTH WITH LAYOFFS EACH QUARTER , HOW LONG IS THIS GOING TO LAST ??? LITTLE NASTY FRANKY GOON RUINED THIS TO THE GROUND GET HIM BEHIND BARS AND HAVE HIM PAYBACK ALL THE MILLIONS HE WALKED AWAY WITH SO THE WORKING CLASS CAN BE REWARDED AND RETAINED. WITH TAKING ITS STARTING TO LOOK LIKE FRANK AGAIN ! WE JUST HAVE ONE HAND OUT ABOVE THE GROUND NOW AND THE REST IS GONE DEEP UNDER THE GROUND NO WAY TO PULL OUT !!! WAKE UP BOARD AND INVESTORS WAKE UP IF YOU READING THIS THE TIME TO ACT THIS NOW #SAVE FISERV NOW #STOP THE LOOT #CULPRITS BEHIND BARS


Slow Rollin' Wreck

On the layoffs (and the insatiable appetite for chaos that produced it)

There's a particular kind of chaos that only reveals itself once you've watched an organisation lay off people with a combined few hundred years of institutional knowledge, seemingly to save on their pension contributions. It's rather like watching someone empty the fire extinguishers to make room for more decorative candles — and then congratulating themselves on the redecoration. Takis, SS, great job... clowns.

The official line, such as it is, has been a masterclass in saying nothing at considerable length. No rationale. No roadmap. Just the occasional blank stare from a senior leader whose remit has changed three times this year and whose conviction hasn't changed once. Say what you like about the people shown the door — they at least knew what they were doing. The people who did the showing seem to have skipped that module entirely, and appear to have developed a genuine taste for the chaos that followed. One round evidently wasn't enough.

One does start to wonder whether "strategy" has quietly been redefined by the leadership team as "whatever avoids an uncomfortable conversation this quarter." It's a bold approach to running a scrutinised business — rather like a ship's captain steering by vibes and hoping nobody mentions the iceberg in the town hall, then wondering aloud why morale is "a bit off."

And do stop me if you've heard this one: the same roles being made redundant are, delightfully, still live on LinkedIn. Nothing says "considered restructuring" quite like advertising for the exact job you just eliminated, three floors down, at a more agreeable salary band. It's less a talent strategy and more a magic trick, except everyone can see where the rabbit went — and increasingly, so can regulators.

I have my theories about the why. Leadership with a seemingly insatiable appetite for risk or anything so inconvenient as ethics. A marked allergy to bad news, delivered by people who've made an art form of not wanting to hear it. And, above all, a reluctance to pay for the kind of expertise that quietly prevents disasters — right up until it's gone, at which point everyone's terribly surprised when the disasters arrive precisely on schedule. Funny, that.

I'm not writing this from a place of panic. Professionally I'm in better shape than most and not remotely desperate...yet. But I've been looking for a few months now, and I've no intention of stopping. If all goes to plan, by the time the weather turns, I'll have finally stepped off what has become a very slow, very avoidable train wreck — one that, judging by the appetite upstairs, still has quite a lot of track left to run. I'd recommend the view from outside to anyone still deciding whether to stay aboard.


Amazon Shrinks Seattle Office Footprint

Amazon is reportedly ending its lease on an 81,000-square-foot office in South Lake Union. This move is part of the company's ongoing reduction of its physical office space. The tech giant's Seattle workforce has decreased since the pandemic. Amazon has also conducted significant layoffs in recent years. The company is reevaluating its office needs and shifting employees to other locations.

Seattle, Washington

https://www.seattletimes.com/business/amazon/amazon-plans-to-shed-another-seattle-office-next-year-report-shows/


Portland Schools Rehires Half of Recently Laid-Off Educators

Portland Public Schools has recalled 43 of the 87 teachers who were laid off at the end of the last school year. These educators have been offered either full-time or part-time positions within the district. Recalls typically happen over the summer due to retirements or other staff changes. However, some classrooms still have substitute teachers, creating uncertainty for students and families. The district is working to fill these remaining vacancies according to union contract rules.

Portland, Oregon

https://www.oregonlive.com/education/2026/09/portland-public-schools-recalls-half-of-laid-off-teachers-a-handful-of-classrooms-remain-in-limbo.html


GoHealth Shrinks Chicago Presence

GoHealth is closing its Chicago headquarters and laying off nearly all its staff there. This move follows a recent reorganization attempt in bankruptcy court. The company is significantly reducing its operational footprint in the city. Many employees at the Merchandise Mart location will be affected. This represents a major shift for the company's local presence.

Chicago, Illinois

https://www.modernhealthcare.com/insurance/ccb-gohealth-hq-layoffs-20260914/


Iowa Layoff Numbers Show Annual Increase

Iowa experienced a 5.8% rise in layoffs and discharges in 2025 compared to the previous year. The total number of layoffs and discharges in Iowa for 2025 reached approximately 200,000. Monthly layoff rates in the state fluctuated between 0.8% and 2.1% throughout 2025. The average monthly layoff rate in Iowa for 2025 was 1%, which was lower than the national average. This data reflects a consistent trend of employment terminations within the state's labor market.

https://usafacts.org/answers/how-many-people-are-laid-off-each-month/state/iowa/


Grubhub Alum Builds Successful Job Network

A former Grubhub employee created a talent network after being laid off. This network lists hundreds of former employees seeking new employment opportunities. The tracker helps recruiters find candidates with specific skills and backgrounds. Many individuals have successfully found new jobs through this initiative. The program highlights the importance of community support during workforce transitions.

Chicago, Illinois

https://www.businessinsider.com/irvin-thevaranjan-supports-grubhub-layoffs-recovery-efforts-2026-9


Georgia Layoff Data Shows Slight Increase

Georgia experienced a slight increase in layoffs and discharges in 2025 compared to the previous year. The total number of layoffs and discharges in 2025 reached 616,000. Monthly layoff rates in Georgia during 2025 fluctuated between 0.8% and 1.3%. The average monthly layoff rate in Georgia for 2025 was lower than the national average. This data reflects overall employment termination trends within the state.

https://usafacts.org/answers/how-many-people-are-laid-off-each-month/state/georgia/


The Layoffs are a signal of upper management hiring glut

The tremendous weight of very high paid upper management added to the company in the last year has added so much to expense that the only alternative is to cut a few thousand people who actually do the work. You can count the new SVPs and higher. Mike, Dhyvia, and Takis all a part of adding to the glut. Unfortunate but continuously repeated leadership mistake in some companies. Starts with a justifying rally cry for transformation. Leadership uses it to hire all new and unnecessary, high paid execs. Those execs become significant expense, but have added nothing in the way of revenue improvement or efficiency gains. As usual the middle management and working ranks of the company carry the majority of the execution burden in the company through all of this. The only answer is to cut deep in those ranks along with a few senior execs to get on better labor expense footing. People become demoralized, and the main result is a less productive company that still has all the new top level management to carry. In a normal company, some level of layoff or cut should be expected and predictable yearly based on performance management effectiveness and as a result of business performance cycles. This isn't that. This is mismanagement and shows that we are still paying for past and current poor decisions by people at the helm here. They just don’t think we are smart enough to actually figure that out.


YMCA Faces Union-Busting Claims Amid Downtown Pool Layoffs

The YMCA of the Pikes Peak Region has laid off swim instructors and lifeguards at its downtown Colorado Springs location. These layoffs occurred as the workers were negotiating their first labor contract with the United Food & Commercial Workers Local 7. Union representatives allege the layoffs are an attempt to undermine unionization efforts. The YMCA denies this, stating the decision was due to financial circumstances and cost containment. The downtown pool has experienced frequent closures, disrupting classes and upsetting members.

Colorado Springs, Colorado

https://gazette.com/2026/09/13/the-ymcas-downtown-pool-has-been-frequently-closed-for-a-month-was-it-about-the-union/